What’s more, it can be done with little (if any) repercussions to the person voicing that opinion.

As a result of this online presence, it takes little to no time at all to harm an employer brand if the employee redundancy programme has been handled badly.

Picture it this way:

Employers that don’t behave with the long term in mind ought to know that they will end up with is a vicious cycle where the loss of revenue which comes from a diminished employer brand will cause further redundancies. I can’t think of a company anywhere who wants this scenario on their hands.

How Do You Fix It?

If your company is considering an employee redundancy programme (and it doesn’t matter whether it's on a large scale or not), then you need to focus on taking care of your employees in the same way as you did when they came on board – with dignity, with care and with positivity.

The biggest thing to remember, however, is that the feelings an employee takes away when they have left your company remain with them for quite some time. Each employee who voices those feelings – whether it’s face-to-face, via an online forum or through social media – could have untold negative impacts on your employer brand.

Don’t let that happen!

Look after your employees:

when they come in the door

while they are in your employ, and

when they are leaving

By doing this, your employer brand will remain high and will increase your sustainability in your industry.